Home > AIRS Training Updates > Roche is looking for an AIRS Certified Director, Talent Acquisition!

Roche is looking for an AIRS Certified Director, Talent Acquisition!

Director, Talent Acquisition
Roche – United States
See original job posting at Roche »

The Director, Talent Acquisition will drive the development of the overall recruitment and talent acquisition strategy for Roche Tissue Diagnostics/Ventana Medical Systems. This person will be responsible for overseeing all recruitment brand strategy, workforce planning, staffing programs, including staffing related conferences, staffing vendor contracts and invoices, recruitment advertising firms, executive recruitment, college/university recruitment, recruitment resources, networking tools and the overall strategy of the employee referral program. Additionally, this person will lead efforts related to Affirmative Action Planning. This individual will function as a member of the HR leadership team and will be responsible for contributing to the decision making process for the broader HR organization.

Responsible for the direction and management of the Talent Acquisition team, tasked with the development of overall external recruitment and talent acquisition strategy. Make strong and informed decisions and act as the decision-maker for overall Talent Acquisition strategy and resourcing.

Demonstrate strong overall HR leadership by serving as a role model and champion of the Roche Diagnostics’ Cultural Beliefs. Core to this role is the ability to attract, develop and retain the most talented individuals on the Talent Acquisition team.

Responsible for driving continuous improvement in overall candidate experience, team productivity, and the planning and forecasting of interns, new hires and contingent workforce.

Seek out and introduce innovative talent approaches and cutting edge recruitment practices. Anticipate future trends by continuously analyzing and addressing market conditions.

Contribute to ongoing initiatives that will help ensure Roche Diagnostics as an employer of choice, and a ‘Great Place to Work’.

Function as a member of the Ventana HR Leadership Team, with responsibility for contributing to the decision making process and overall strategy for the broader HR function.

S/he will be expected to build influential, cross-functional relationships and leverage alliances to garner support for ideas with senior executives, clients, peers, business partners and across HR. This will require the ability to recognize when conflict is stalling progress between others and will intervene constructively to work the issues appropriately.

Responsible for identifying client staffing needs and partner with functional group peers to ensure the development of best in class staffing strategies, tools, and solutions.

In partnership with others, such as Finance, understand budget implications and develop manpower planning system. Prepare and produce recruitment (planned vs budgeted) forecasts on monthly, quarterly and annual basis for workgroups and comparative data on results vs. forecasts, identify opportunities for improvement and recommend solutions.

Set goals, define metrics to track performance against goals, analyze performance data to identify trends and use trends to inform adjustments to the strategy.

Responsible for monitoring and driving team performance towards defined metrics/productivity standards, and presenting information on results to varied audiences at different levels within the organization.

Manage the applicant tracking system.

Lead and continue to develop Diversity and associated community sourcing programs.

Provide oversight and direction for the annual Affirmative Action Plan Process, ensure accurate and timely government reporting; as well as alignment with enterprise wide sourcing strategies and long-term goals based on the immediate and future recruiting needs of the organization.

Assess and integrate all talent channels (external, internal, employee referrals, agencies) and determine how to integrate/organize these channels to best meet the needs of the business. Responsible for identifying and recommending new Sourcing tools and the budget for their acquisition.

Manage contractual relationships with vendors/placement agencies, contract recruiters; retained and contingent, job boards, job fairs and various internet job search websites for posting requisitions and surfacing candidates.

Develop, implement and maintain a robust university/college and executive recruiting strategy.

In conjunction with Roche Diagnostics, develops the Corporate recruiting brand and ensures consistent corporate image throughout recruiting campaigns.

Provide support to management and HR Business Partners on employment matters.

Formal Training/Education:
Bachelors degree in Human Resources, Business Administration or related field required, Masters preferred

PHR/SPHR certification preferred

Minimum of 8 years of Staffing/HR experience required

5 years of management experience required, recruitment management experience preferred

Thorough knowledge of corporate business operations and the ability to translate business needs into recruitment strategies and actions. In the recruiting space, demonstrated knowledge of/experience with developing and deploying sourcing strategies, processes and tools to identify and attract talent for current needs as well as to proactively build the talent acquisition strategy, workforce plan and talent pipelines in a broad array of critical areas.

Knowledge, Skills and Abilities:
A broad and demonstrated knowledge of aggressive sourcing techniques including direct sourcing, cold-calling of passive candidates, collection of market intelligence, AIRS strategies, job boards, niche network building, org-charting, Target Company mapping, networking/referral based sourcing, and advanced Web 2.0 sourcing techniques

Experience working with all talent channels (external, internal, employee referrals, agencies). Requiring strong customer service skills with a consultative approach when dealing with internal and external clients

Demonstrated effective strategic thinking, executive search skills, problem solving, cross-group collaboration, and oral/written/persuasive communication skills. Demonstrated ability to appropriately make decisions while keeping stakeholders informed

Theoretical and practical knowledge of various staffing/workforce planning models; a proven record of implementation preferred

Solid understanding of federal, state and local employment laws and regulations. Knowledge of EEO/AA planning

Proven ability to effectively implement process improvements; identify opportunities for efficiency and adjust programs and processes accordingly.

Experience building sophisticated e-marketing and other communication tools

Excellent organization and project management skills with the flexibility/ability to manage multiple cross-functional projects that produce enterprise-wide results

Demonstrated ability to work in a large dynamic, matrix based and performance driven environment

during periods of growth or change

Exhibit strong decision making skills, demonstrated strategic influencing and negotiation skills with senior executives, clients, peers, HR team and partners

Exceptional people management and leadership skills with demonstrated ability to create and develop a high performing talent acquisition team. Experience with utilizing sourcing metrics to evaluate effectiveness of sourcing team

A forward thinking and pro-active leader with a collaborative focus who can effectively partner with individuals across the organization while fostering an environment of inclusion and collaboration

The working environment is indoors and is seasonally heated and cooled with minimal noise levels. The position requires considerable sitting, typing and the ability to move objects of less than 25 pounds. The position requires the ability to communicate in person, telephonically and via email.

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Categories: AIRS Training Updates
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